MUST be individually written per worker and signed before work starts — an unwritten or late part-time contract exposes the employer to a presumption of full-time employment on inspection. Minimum 1/3 of a full-time position absent a derogating sector CAO.
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PART-TIME EMPLOYMENT CONTRACT (DEELTIJDSE ARBEIDSOVEREENKOMST / CONTRAT DE TRAVAIL À TEMPS PARTIEL)
Between: , , the "Employer", and: , the "Employee". Contract date: . Joint committee: .
1. ⚠️ LEGAL BASIS AND FORM 1.1. This part-time contract MUST be recorded in writing individually for no later than the moment work starts. Absent a valid written contract, the worker is presumed on inspection to be employed under the FULL work schedule — with the associated RSZ/ONSS back-charges. 1.2. A copy of this contract is kept at the workplace, alongside the arbeidsreglement, and is available for inspection.
2. SCHEDULE TYPE AND HOURS 2.1. Schedule type: 2.2. Weekly hours: . Work schedule (uurrooster): 2.3. Minimum-hours check: — a part-time position below 1/3 of a full-time equivalent is unlawful unless a sector CAO expressly derogates.
3. ⚠️ VARIABLE SCHEDULES — NOTICE 3.1. Where the schedule type above is variable, the Employer must notify of each specific schedule at least working days in advance (statutory minimum: 7 working days).
4. PAY 4.1. , respecting the barema for the agreed hours.
5. START DATE 5.1.
SIGNATURES Employer ______________ / on behalf of / Employee ______________ / /
This is a boilerplate template, not legal advice. Belgian labour, data-protection, consumer- protection and camera-surveillance law (Arbeidsreglementenwet of 8 April 1965; the Dimona declaration regime under RSZ/ONSS; the flexi-job legislation, open to ALL sectors — subject to sectoral opt-out — from 1 July 2026, with a 2026 income ceiling of €18,440/year and a HoReCa minimum flexi rate of €12.78/hour from 1 March 2026; the 650-hours/year student quota (2025– 2026 reform); deeltijdse arbeid rules on minimum hours and variable-schedule notice; the 2014 Wet betreffende het eenheidsstatuut on notice periods, as reformed for contracts starting on or after 1 June 2026; the GDPR (Regulation (EU) 2016/679), supervised by the GBA/APD; Boek VI WER/ CDE on distance sales and the 14-day herroepingsrecht/droit de rétractation; and the Camera Act of 21 March 2007 with the Royal Decree of 8 May 2018) is highly procedural, tied to fixed statutory deadlines (e.g. Dimona BEFORE work starts, arbeidsreglement filed with the inspection within 8 days, camera declarations no later than the day before activation) and to sanctions that include absolute nullity of documents. ⚠️ CRITICAL: the language of every HR/labour document is determined by the location of the operating office, NOT by the parties' choice — Flanders (Vlaanderen) requires Dutch only, under the Taaldecreet of 19 July 1973 a document in any other language is ABSOLUTELY VOID; Wallonia (Wallonie) requires French; Brussels (Bruxelles/Brussel) requires Dutch or French depending on the worker's own language; the German-speaking Community requires German. This English text is a DRAFTING AID ONLY and must be translated into the legally required language for the actual operating office before use, and reviewed and adapted by a Belgian employment/legal advisor (avocat/advocaat) or accountant (comptable/boekhouder) and verified against current FOD WASO/SPF Emploi, RSZ/ONSS, GBA/APD and FOD Economie/SPF Économie guidance before use.
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